Management and Gender Equality Cheryl Hebert CESO Advisor BGA, - - PowerPoint PPT Presentation

Cheryl Hebert CESO Advisor BGA, Ministry of Home Affairs, Suriname October 22, 2018

Introduction to Results-Based Management and Gender Equality

• 1. Increased understanding of key concepts of RBM and the

relationship to gender equality.

• 2. A shared analysis by participants of the gaps and issues to

achieve gender equality in Suriname and steps forward.

• 3. Increased ability to apply RBM methods to policy

development, monitoring and evaluation to reduce gender inequalities.

• 4. Increased understanding of participants’ roles in the

process of development, monitoring and evaluation of the gender policy and action plan 2018-2022.

• 5. Increased ability to strategize and take action despite

persistent challenges.

Workshop Learning Outcomes

RBM - What & Why? Problem Analysis

RBM Key Steps – How? Gender Equality Policy

RBM Methods & Tools

RBM in Action

Overview of Workshop – Content Map

• What do you want to learn -

most important thing?

• How can you contribute to your

learning?

Please put answers on a note and put up on the wall. The facilitator will review later.

Workshop Expectations - Verwachtingen

• Conscious and unconscious

beliefs (validated or

• therwise)
• About existing conditions that

may affect the achievement of

• utcomes

What assumptions do you have about Results-Based Management? Write those on a piece of paper for discussion later.

Assumptions - Veronderstellingen

• Participatory approach – take part in discussions/ask questions
• Respect one another – allow room for differing opinions
• Prepare to share knowledge with colleagues who are not at this

workshop so they can benefit and contribute to change process

• Time management – begin on time; any flexibility for end time?
• Pro-active – aim to address problems/empowerment
• Other expectations…..

Working together - expectations

• a strategic management approach

– “life cycle” approach

• integrates strategy, people,

resources, processes and measurements

• to improve decision-making,

transparency and accountability RBM is about effectiveness; it aims to maximize the achievement of ultimate outcomes – improvements in people’s lives.

What is Results-Based Management (RBM)?

• define realistic, expected results based on appropriate analyses –

e.g. gender analysis

• clearly identify beneficiaries and design programs/policies to meet

their needs - e.g. rural women

• assess and document progress toward outcomes – e.g. gender

equality

• organize data and information (collect, synthesize, analyze) to build

sound knowledge - evidence-based

• identify and manage risks – explore ways to mitigate risks
• learn from experience – integrate lessons learned into decision-

making and correct interventions as necessary

• report on results achieved and resources involved

RBM allows us to:

• Pressure on governments world-

wide toward greater transparency and accountability

• Public concern about escalating

deficits - tighter budgets to perform same work; need for efficiency

• Increased globalization and efforts

toward international frameworks – i.e. SDGs

• Alignment with normative

frameworks – e.g. CEDAW

• Evidence-based decision-making for

effective policy

Why RBM?

International and National Context Bureau Gender Affairs

Current Situation Gender Equality in Suriname

• Do the findings of the Situational Analysis make sense;

any other gaps or issues?

• What are the emerging priorities?
• Why is it important to use a results-based approach to

address gender gaps and issues?

Group Discussion: RBM and Gender Equality

Plan

Implement

Monitor Evaluate Policy

Key Steps in RBM Planning & Design

Stakeholder Participation

• Identify and define the problem – gender analysis

What is the problem for men and women? How do men and women experience the problem? Consider the gender factors or dimensions and the different experiences of men and women. Consider other groups of people impacted – rural, disabled, etc.

• What are the underlying causes of the problem?

Any signs of discrimination – laws, policies, procedures Any differences in relation to access to resources, benefits, participation, etc. Cultural norms – stereotypes, traditional laws that may discriminate

Problem analysis

Gender Dimensions – Examining Gender Inequality

• human rights including

freedom from violence

• access to justice – legal,

political or socio-economic

• capacity to exercise rights
• gender roles,

responsibilities division

• f labour, attitudes and

behaviour

• Inequalities in the

value attached to men and women (masculine, feminine)

• distribution such as land,

technology, money, political power

• access to and benefits

from health, education, etc.

• sex composition of

target/ population group

• representation of

women and men in decision –making – public & private

• opportunities to

contribute – voice & influence

Participation Resources Rights Norms and values

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• Human-rights approach means that programs and policies are

guided by human rights principles in the process of reaching results.

• Principles - referred to as PANEL include:

Participation - the right of everyone to participate in decisions which affect their human rights; participation must be active, free, meaningful and attending to issues of accessibility (including access to information which can be understood). Accountability - requires effective monitoring of human rights standards and remedies for HR breaches; relies on appropriate laws, policies, institutions, administrative procedures and mechanisms of redress – results should specify realization of HR

Human-rights-based approach to RBM

Non-discrimination and equality – in the realization of rights all forms

• f discrimination must be prohibited, prevented and eliminated; also

requires the prioritisation of those in the most marginalised situations who face the biggest barriers to realising their rights. Empowerment of rights-holders - individuals and communities should know their rights and be fully supported to participate in the development of policy and practices which affect their lives and to claim rights where necessary. Legality requires the recognition of rights as legally enforceable entitlements and is linked in to national and international human rights law.

Human-rights-based approach…cont’d

Understand Government’s Starting Point - Foundation

Legal/policy framework Institutional Mechanisms and Capacity Action Planning Monitoring & Reporting Budget and Financing

Gender Equality

• Overarching legal/policy framework to support gender equality –

national legislation, strategy, law supporting regulations

• Alignment of framework to international legislation and

conventions – CEDAW, SDGs

• Analysis of existing policies, laws and programs that potentially

discriminate against women and plans to address those

• Methods to track changes and report on compliance in a timely

manner - CEDAW

Legal/policy Framework to support gender equality

• Assigned ministry established to lead, coordinate and monitor

gender mainstreaming agenda

• A clear and strong mandate and authority of designated body
• Identification of other ministries, departments and stakeholders

who play a role

• Clarity of roles, responsibilities, accountabilities and resources
• Coordinating mechanisms established to ensure coherence

across programs and activities

• Mechanisms in place to engage others (key stakeholders, civil

society) in planning, monitoring and evaluation

Institutional Mechanisms to support legal/policy

Action planning to support policy/legal framework

• Action plans/frameworks in place across all government

ministries, departments and agencies

• Action plans that include:

indicators and time-bound and measureable targets; specific responsibilities for implementation; mechanisms for monitoring and reporting; financial and human resources required

• Supported by appropriate information, baseline data collection

and analysis

• Engagement of key stakeholders to play a role in

implementation (universities, private sector, civil society)

• Completed gender-based analysis assessing gaps and issues
• Gender equality outcomes, indicators, baseline data and targets

aligned with legislation and conventions – human rights, gender equality

• Ministries, organizations responsible for collecting,

consolidating and analyzing data – assessment of capacity

• Relevant data is sufficiently disaggregated by sex, age, and
• ther forms of inequality, where possible (urban-rural, ethnicity)
• Participatory methods of planning, data collection, monitoring

and evaluation

Monitoring & reporting on implementation

• Government analysis and determination of financial and human

resources required to implement actions plans

• Gender-responsive budgeting within government
• Allocation of budgets to achieve progress across the different

elements of the framework including for designated institutions

• Financial resources are:

disbursed in a timely fashion used for intended purposes achieve the intended outcomes

Budget and Financing for Implementation

Questions and Discussion

What is a policy? What do we mean by public policy? What is gender mainstreaming? Canadian approach to gender mainstreaming – barriers and successful practices Components of good policy – examples Group discussion

Gender Equality Policies – Good Practices

• A policy is a deliberate system of

principles to guide decisions and achieve rational outcomes.

• A policy is a statement of intent, and is

implemented as a procedure or protocol.

• Policies are generally adopted by a

governance body within an

• rganization.

(Source: Wikipedia)

What is a policy?

Legislation Policies Protocols and Procedures Strategic/action Plans, Monitoring Frameworks, Tools

Public Policy

Solve problems efficiently and effectively Serve justice, public good/interest Support good governance – legislation, goals of government or other bodies Encourage active citizenship

Public Policy aims to…

Gender mainstreaming - a strategy

• gender equality
• address gender gaps and

discrimination

Goal

• gender mainstreaming
• targeted or special measures

Strategy/Measure

• gender analysis
• gender impact assessment
• gender audit

Methodology

• guides
• check-lists
• gender indicators

Tools

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Targeted or Temporary Special Measures

• Article 4 (1) of CEDAW promotes the use of ‘temporary special measures’

aimed at ‘accelerating de facto equality between women and men’ by remedying effects of past or present inequality

• Substantive equality takes into account the systemic nature of inequality -

entrenched in institutions, social and cultural values, norms and behaviours

• Targeted measures complement mainstreaming strategies with a primary

goal to narrow gender gaps that disadvantage women or men

• Examples: Canada’s Employment Equity Act (1986); setting quotas for

women’s involvement on corporate boards

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Equality and Equity

Canadian Experience – Gender Mainstreaming

31

November 5, 2015 – Headlines around the world stated: “Justin Trudeau names Canada’s first equal cabinet with 15 men and 15 women ‘because it’s 2015'”

• Gender equality is a guaranteed right under the Canadian Charter of

Rights and Freedoms and the Canadian Human Rights Act

• 1995 – all federal departments and agencies required to implement

gender-based analysis; renewed commitment 2016

• Gender-based Analysis Plus (GBA+) is an analytical tool the federal

government uses to advance gender equality in Canada. https://www.swc-cfc.gc.ca/gba-acs/index-en.html

• Government expects GBA+ to be used as a key tool to inform and assess

policies, programs, legislation, services and decision-making.

• Statistics must respect all key gender issues in the country and cover

issues which might affect only one sex such as maternal mortality or prostate disorders

Canadian approach

• Government of Canada strives

to ensure that initiatives are based on understanding of the diversity in Canadian society.

• Gender analysis plus examines

how gender intersects with

• ther identity factors – age,

education, language, geography, culture and income

Gender and other identify factors

• Government of Canada is committed to ensuring that every Canadian has

a real and fair chance to succeed—and dedicated to making sure that its decisions deliver results that are more equitable and more fair.

• Considered the right thing to do to comply with UN Convention on the

Elimination of All Forms of Discrimination against Women (CEDAW); commitment to equal opportunity through its support of the UN Declaration on the Rights of Indigenous Peoples.

• When making decisions that significantly affect peoples' lives,

governments must understand to what extent their policy choices will produce different outcomes for all people.

Canadian Policy Direction (Budget Statement 2017)

Key Steps

Audit revealed that some departments did not always performed adequate GBA to inform government decisions due to:

absence of mandatory government requirements - Cabinet directives or Treasury

Board policies for federal departments and agencies to conduct GBA

tight deadlines for developing policy initiatives; limited senior management review of the completeness of gender-based

analysis; and

limited capacity in departments and agencies for conducting GBA Source: Auditor General of Canada – Report of Fall 2015

Barriers to GBA

According to Status of Women Canada, GBA is complete or adequate, if before decision-making, a department or agency:

reviewed data sources such as research papers, quantitative data such as statistics, and other gender-related information relevant to the initiative;  considered the perspectives of stakeholders, including affected groups of women and men; examined the gender considerations raised in data sources and by stakeholders, to determine whether any are relevant and could have different impacts on specific groups of women and men; proposed options or risk-mitigation measures - in cases where there were gender considerations to address any inequalities in the outcomes, or justified why the gender considerations do not apply to the initiative.

Best Practices – Auditor General Report

National Policy on Gender and Development, A Green Paper – Office of the Prime Minister, February 2018

Demonstrates commitment of government to gender equality

with a mainstreaming mission

Human rights based foundation and philosophy Aligns with national and international commitments and

• bligations

Developed through extensive consultation and research

Example: Republic of Trinidad and Tobago

Assigns responsibility and accountability – Office of PM, all

Departments

Includes a glossary of terms, context and rationale, policy

framework (vision, goal, objectives) and policy measures and institutional framework

A National Action Plan accompanies the Policy for effective

implementation

Trinidad and Tobago

“The Government of the Republic of Trinidad and Tobago is committed to building a nation that is free of gender discrimination, based on the principles of human rights and guaranteeing equal access to progress for all. In furtherance of this goal, Government shall promote the full participation of women, men, girls and boys by involving the public and private sectors and civil society as agents of development.”

Statement of Commitment…

“The mission of the Office of the Prime Minister (Gender and Child Affairs) is to mainstream the equitable advancement of women and men and girls and boys in all areas of national development, and ensure the protection, development and participation of all children in preparation for meaningful adult life.”

Mission – Gender Mainstreaming

“The vision of the National Policy on Gender and Development is to create a gender just society, which is free from discrimination on the basis of sex, in which women and men and boys and girls at all stages of the lifecycle, at all levels and in all spheres of life, can develop their full potential. It is envisaged that gender equality and equity will be achieved by the year 2030, which is in keeping with the Government National Development Strategy (2016-2030); and the United Nations Sustainable Development Goals.”

Vision…

“The overall goal of this National Policy is to promote gender equality and equity, social justice and sustainable development in Trinidad and Tobago. It aims:

• To improve the quality of life of women and men and girls and

boys at all levels of society, through the promotion of gender equality and equity.

• To reinforce the inextricable links between gender equality

and sustainable development goals in national development.

• To promote gender mainstreaming in all Government sectors

and within civil society, to ensure the achievement of gender equality and gender equity in all spheres of national life.”

Goal…

• Transformational Leadership and Governance
• Macro-Economy and Trade
• Labour and Employment
• Unwaged Economic Activities, Domestic and Family Life
• Poverty Alleviation and Social Protection
• Agriculture and Food Sovereignty
• Climate Change and Natural Resource Management
• Gender-Based Violence and Human Security
• Education and Human Capital Development
• Health and Well-being
• Gender and Special Interest Groups
• Coordination and Implementation of the Policy

Policy Measures…

• What are the key elements of good gender equality policy?
• What is the goal of the Gender Equality Policy of the

Government of Suriname?

Group Discussion: Gender Equality Policies

a statement of intent or policy by individual departments a responsibility centre or oversight institution such as parliaments, supreme audit institutions to monitor implementation and practice of GBA, to ensure a “whole of government” approach to gender equality training for senior officials, analysts, and other appropriate staff guides, manuals, and other appropriate tools public consultation and assessment of gender impacts systematic data collection - monitoring and dissemination of reliable, relevant gender-disaggregated statistics gender-responsive budgeting – to demonstrate government’s priorities for its citizens and commitment to gender equality

Source: Status of Women Canada and OECD (2011). Survey on National Gender Frameworks, Gender Public Policies and Leadership.

Summary - Key Elements for Success

Please review your department/organization’s recent plan to examine the following:

• 1. Does this plan have any outcomes related to gender equality?
• 2. If so what are they?
• 3. What could be done to better mainstream gender within the plan?
• 4. Will there be opportunities to participate in the planning of your

department?

Please email the plan to the Bureau.

Home-work - Huiswerk

• AGA Khan Foundation (May 2012). Gender Sensitive Monitoring and

Evaluation, Draft Guide.

• Canadian Audit and Accountability Foundation ( 2017). Practice Guide to

Audit United Nations Sustainable Development Goals: Gender Equality

• Caribbean Disaster Emergency Management Agency (CDEMA) (2012).

Results Based Management Approach, Workshop Manual for Facilitators.

• Giz (November 2014), Gender Pays Off, Guidelines on designing a

gender-sensitive results-based monitoring (RBM) system.

• Global Affairs Canada (2nd Edition, 2016). Results-Based Management for

International Assistance Programming for International Assistance Programming at Global Affairs Canada: A How-to-Guide.

• International Fund for Agricultural Development (IFAD) (2011). Gender-

Responsive Results-Based Management, Measuring Change: Experiences from IFAD – Funded Projects in Asia.

Sources

• Office of the Auditor General of Canada (Fall 2015). Fall 2015 Reports of

the Auditor General of Canada, Report 1, Implementing Gender-based Analysis.

• Republic of Trinidad and Tobago, Office of the Prime Minister (February

2018). National Policy on Gender and Development, A Green Paper.

• Status of Women Canada. Gender-based Analysis Plus, http://www.swc-

cfc.gc.ca/gba-acs/course-cours-en.html

• Status of Women Canada and OECD (2011). Survey on National Gender

Frameworks, Gender Public Policies and Leadership.

• Un Development Group (October 2011). Results-Based Management

Handbook, Harmonizing RBM concepts and approaches for improved development results at country level.

• Un Women (2018). Theory of Change in support of the development of

results of UN Women Strategic Plan, 2018 – 2021.

Sources…cont’d